Time to Talk Day 2026: How to Encourage Conversations About Mental Health in the Workplace

By Dr. Glenn Mason, Head of Adult Psychological Therapies and Consultant Counselling Psychologist at Onebright

Time to Talk Day is a powerful reminder that every conversation has the potential to change someone’s life. On Thursday 5 February 2026, workplaces across the UK paused, even briefly, to create a moment of connection, understanding and support.  

Almost one million people in Great Britain experienced a new or existing mental health issue in 2024/25, and many of your colleagues may be struggling silently. Creating a culture where people feel safe to talk is not just compassionate, but it’s a business strength. Open conversations can reduce absenteeism, presenteeism, and staff turnover, by building trust and nurturing productive teams.  

For many people, moments of anxiety can be managed and worked through, but for others, stress can build to a point where it feels overwhelming. When that happens, everyday tasks, like attending meetings, following through with plans, or staying connected can become difficult. This can lead to increased isolation or a noticeable dip in energy, performance, productivity and confidence.

For business leaders and senior managers, supporting colleagues who may be hesitant to talk about their mental health starts with creating a culture where these conversations feel natural and safe. Normalising open dialogue through your language, behaviour, and approachability helps people feel more comfortable in reaching out before they reach a crisis point.

When we support organisations through our bespoke consultation services, workshops and webinars there are several strategies that we share to help leaders create workplaces where conversations feel natural, safe, and meaningful. 

Listen and Educate

When someone shares with you, it is an act of courage. As a leader, the most powerful thing you can offer is your presence. Listen without rushing to fix. Be patient, be curious, and if you are unsure how to help, gently guide the individual toward professional support. Offering that listening ear, without judgement can make a big difference. 

Consider learning more about common mental health conditions, not to become a therapist, but to better understand what colleagues may be navigating and how you can respond with empathy and confidence. 

Spot the signs

Behavioural changes are often early indicators that someone is struggling. For example, they may stop responding to your work emails or calls, or they may be irritable, on edge, or lack energy for simple daily tasks. Rather than assuming disengagement, approach with compassion and curiosity. As the person shares with you about how they are feeling, they may share that they are not coping, and this provides an opportunity for you to gently share the changes you may have noticed in their behaviour. If they are struggling with their workload and colleague relationships, it may be beneficial to explore how best to support them, and you may wish to encourage them to seek help.

Consider treating people consistently

Consistency is grounding. When someone is struggling, they may already feel different or vulnerable. Small changes in how others treat them can heighten that. Maintain your usual tone, expectations, and communication style, while offering reasonable adjustments sensitively and without making them feel like a burden.

Consider your vocabulary

Language shapes culture. Phrases like “I’m so OCD about this” or “They’re depressing” may seem harmless, but they minimise real conditions and can alienate those who are affected. Becoming more mindful of everyday language helps create a workplace where everyone feels respected and understood.

The benefits of workplace mental health training?

Investing in mental health training equips leaders with the skills to notice early warning signs, respond confidently, and create a culture where it’s normal to talk about how we’re doing. Evidence-based CBT-informed approaches give managers practical tools that support early intervention and long-term wellbeing. It creates a positive workplace culture around mental health, reduces stigma and future proofs employee wellbeing. 

Other ways to support employees

Tea and Chat

Consider setting up a weekly tea and chat meeting for teams and departments to attend outside of their usual break times. Setting this up in a comfortable environment can work well, and an online meeting is also an option if your team is remote. Grab some refreshments, perhaps get outside, and talk about something neutral rather than work. These informal moments are powerful when people talk about everyday life, they build trust and relationships that make deeper conversations easier when they’re needed.

Conversation starters:

1. Talk about hobbies.
2. Talk about weekend or after work plans.
3. Ask what made people smile today.
4. Speak about any new books, films or TV series.
5. Discuss favourite foods and recipes.

Appoint a mental health champion

Consider appointing one colleague, or several in a larger team to become your mental health champions. Most workplaces already have physical first aiders, yet many still lack trained individuals who can offer a listening ear and provide support around mental health. Introducing champions or mental health first aiders helps close that gap and sends a clear message that wellbeing is a priority.

By investing in professionally delivered mental health training, your champions can help create meaningful wellbeing initiatives and build peer-to-peer support networks across your organisation. Their presence can make it easier for colleagues to speak openly about how they’re feeling, knowing there is someone approachable and knowledgeable they can turn to within your organisation. 

Having leaders who listen with patience, and mental health champions creates intentional opportunities for conversations, whether in person or remotely. These are effective ways to build a workplace culture were talking about mental health feels natural, safe, and encouraged.

Creating a mentally healthy workplace isn’t about grand gestures, but about everyday actions such as listening, checking in, offering space, and making it clear that it’s OK to talk. By taking these steps, leaders can help build a culture where people feel valued, supported, and able to bring their whole selves to work.

This Time to Talk Day, one small conversation could make a big difference.